DEI Efforts Lagging for “BIPOC” and Hispanic Employees, According to Report

A 2023 diversity, equity and inclusion (DEI) survey by media company Arizent found that although 75% of respondents believe their organization has a genuine commitment to inclusion, people of various cultural backgrounds (or “BIPOC”) or Hispanic men and women still report higher levels of isolation than their white counterparts. The survey, which analyzed data from 669 U.S. employees, found that 31% of people of various cultural backgrounds or Hispanic women and 19% of people of various cultural backgrounds or Hispanic men don’t feel comfortable disagreeing in meetings. Further, people of various cultural backgrounds or Hispanic men and women were less likely to say their organizations were inclusive across multiple demographics, such as toward older or LGBTQI+ employees.

According to the survey, 80% of respondents reported that their organization had taken at least one action to address companywide diversity and inclusion. Nearly half (45%) of respondents said their employers offered diversity training at all levels of the organization, 40% said their organization was creating employee resource groups and 37% said their employer was examining pay structure to ensure equal pay for equal work.

A genuine commitment to DEI, including diversity among leadership, was critical for the success of DEI programs. Nearly all (94%) employees said their organization “definitely” or “probably” had a genuine commitment to inclusion when there were six or more demographics represented in leadership. Alternatively, just 47% of employees believed their employers had a genuine commitment to inclusion when there was no diversity in leadership. Further, employees who believed their organization had a genuine commitment to diversity and inclusion were more likely to feel valued, supported, empowered and safe at their organization. They were also more likely to have healthier lifestyles outside of work.

However, negative perceptions of DEI persist. According to the survey, 16% of white men, 9% of white women and 8% of people of various cultural backgrounds/Hispanic men felt that DEI initiatives were overblown. Among people of various cultural backgrounds/Hispanic women, the most common criticism of DEI was that they were performative. Further, many individuals, particularly white (9%) and people of various cultural backgrounds or Hispanic men (6%), said merit-based staffing was more important, compared to 4% of white women and 3% of people of various cultural backgrounds/Hispanic women.

Employer Takeaways

Employers who don’t fully commit to DEI initiatives are unlikely to reap the benefits of a diverse and inclusive organization. As such, a multi-pronged approach and multiple actions are crucial to demonstrate a genuine commitment to DEI and ensure real progress within an organization.